Tuesday, April 21st, 2026 1:00 – 2:00 pm EST

Complimentary DMi Webinar

As employers continue to recalibrate in-person and hybrid work expectations in 2026, requests for remote work as a reasonable accommodation remain a significant and increasingly complex area of legal risk under the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA).

This session will examine how employers should evaluate remote work accommodation requests in light of recent EEOC guidance, evolving case law, and ongoing return-to-office initiatives. As more employees rely on prior remote work arrangements and expanded protections under the PWFA, employers are facing more fact-specific and often higher risk decisions in determining when remote work is required and when it may be denied.

The program will walk through the interactive process step by step, with a focus on how recent court decisions, EEOC enforcement activity, and PWFA developments are shaping employer obligations. Particular attention will be given to how employers can assess whether in-person attendance is truly an essential function, and how to approach these decisions in a way that is both practical and defensible.

This session will cover:

• How to assess whether an employee qualifies for a remote work accommodation under the ADA or PWFA
• What makes remote work a “reasonable” accommodation and how courts are currently analyzing these requests
• How prior remote or hybrid work arrangements may impact current accommodation decisions
• Key lessons from recent litigation, EEOC enforcement trends, and the EEOC and OPM technical assistance on telework accommodations
• How to navigate return-to-office expectations while remaining compliant
• Best practices for conducting and documenting the interactive process in a defensible manner

Whether you’re HR, legal counsel, or a compliance professional, this session provides practical, real-world guidance on managing one of the most challenging accommodation issues in today’s workplace.

Credits: 1.0 CA CLE; 1.0 NJ CLE; 1.0 NY CLE; 1.0 PA CLE; 1.0 HRCI; 1.0 SHRM (Other states may be available for CLE credits upon request)